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Values

Value of training abroad
Today, educational qualifications obtained at the end of formal training courses, necessary to compete in the labour market, are becoming less and less sufficient in describing levels of professionalism.  In the modern knowledge intensive economy, human resources are the most challenged factor behind the success of companies.

Gone is the time in which the tasks required of the worker were relatively consistent. In accordance with the needs of a constantly evolving and variable economic market, it is necessary for the qualified people to achieve qualifications, to acquire abilities, competencies and knowledge. The mobility experience abroad is a “complete package of opportunities to develop/optimize individuals professionally”

Professional Skills
They are defined as the depth of knowledge – technicism required to fulfil a working role successfully.

The qualifications (Hard skills) must be reinforced by “on the job training” or initiatives aimed to validate both own personal knowledge and technical skills and how they transfer these in other contexts. The trainees acquire manual / intellectual knowledge and skills necessary to perform – properly and appropriately – in a planned professional role.

Professional Working Culture/Mentality
Many companies/professions are bound codes of professional conduct and other matters relating to their standards of behaviour. They may formulate policies which are unique to them and which essentially become the culture of the organisation/s. The experience can train the trainees to make their own professional working culture/mentality, acquiring rules and attitudes that people follow to optimize their own professional role and/or in relation to the professional environment in which they operate;

Emotional Skills
In particular, in the actual economic context, the emotional competencies (Soft skills: behaviour and attitude) – necessary for all professional profiles, are becoming increasingly indispensable. Company leaders have been aware of the value of staff working with high emotional skills. This is not only important for creating a harmonious workplace but it creates increased profitability within the organization. Having a good emotional skill makes a big difference in job success:

INTRA- PERSONAL competencies: acquaintance with oneself, self-management ability; awareness of own strengths and limitations;

INTER-PERSONAL competencies: Ability to connect with one another; this includes our ability to effectively communicate, understand and empathize with another’s position and to build relationships;

SOCIAL / ORGANISATIONAL competencies: Ability to function and contribute within the social structures of an organisation.

Communication Skills
They are defined as the ability to express ourselves, to connect and exchange ideas with others, understand others’ perspectives, solve problems etc. Experiencing life and work abroad involves the continuous use of the language in different situations: this benefits the people not only because it strengthens their knowledge of the foreign language but also because it develops the essential communication skills for business & social interaction in a multicultural environment.

Inter-Cultural skills
They can be summed up as the ability to work well within/across different cultures. We recognise that through a International training programme, people are placed within a new context of relations where they influence and by which they are influenced themselves as well. They are immersed into a different culture from their own, and the awareness of the differences is the first indispensable step in order to develop mutual respect for and co-operation with people of other countries, without giving up their own cultural background. In this way the training experience in other countries allows young people to view their own culture as one of the possibilities, not the only one. They have the opportunity to make comparisons in order to find the reason for similarities and differences, creating a greater awareness of their own culture and learning from others.

Geographic Mobility Competences
Geographical mobility competences are defined as the ability to adapt oneself within a new working location; with global economic restructuring, people are increasingly exposed to demands to flexibility and geographical mobility at work. Differences in culture and language are significant barriers to labour mobility. Living and working in another location requires a person to integrate successfully into the local community. Trainees can practice their occupation in another country in order to prepare them to find an appropriate job – if it is necessary – to wherever opportunities arise.

Social Competences
Social competences are defined as those personal resources/skills necessary to maintain positive relations with the others within different communities. These include personal, interpersonal skills and refer to all the forms of attitude which enable individuals to participate effectively and constructively to the social and working life. The base of this competence includes the ability to communicate constructively and positively in different social and working environment,  showing tolerance, expressing and understanding different points of view, negotiating with ability in order to create confidence, and feeling empathy with others;

Civic competences
Living abroad, the people know / are involved with the hosting country’s socio-political information, rules, regulations, concepts, structures. Civic competences can be summed up as the knowledge/optimisation of democracy, justice, equality, citizenship and civil rights concepts.

Living in an rapidly changing world, based on strong  Interaction links between people one person and another, these skills are necessary to build/develop/optimize to realise and develop a democratic / open mind, for a harmonious inclusion and a social cohesion between different individuals complementary to that is already possessed  – necessary for harmonious living and  social  acceptance between different types of people; to develop a sense of responsibility and respect for  diversity (ability to share and safeguard dignity and solidarity); to encourage people to participate actively and constructively  to the problems of enlarged community (ability to be informed/to inform, to know/to be involved effectively with others in /for public problems affecting local/large communities)

In conclusion, the programme develops an ever-increasing awareness in the young people to effectively equip themselves to enter the labour market which is becoming international and therefore more competitive.